People Management: Issues, Skills, and HR Processes Report

This report delves into the multifaceted realm of people management, examining the crucial roles and responsibilities of managers in fostering effective employee performance and achieving organizational goals. It identifies and analyzes contemporary challenges faced by line management, such as leadership development, diversity management, and recruitment strategies, and proposes solutions to mitigate these issues. The report emphasizes the essential knowledge, skills, and behaviors required for effective people management, including patience, communication, flexibility, trust, and leadership skills. It further explores the human resources processes that underpin and support effective performance management, including performance management reviews and 360-degree appraisals, highlighting their importance in evaluating employee performance and driving continuous improvement. Recommendations are provided to enhance human resource processes and align business strategies, ultimately aiming to cultivate a high-performing and engaged workforce. This comprehensive analysis provides valuable insights for managers seeking to optimize their people management strategies and drive organizational success.

Introduction to People Management
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Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Contemporary issues face line management when it comes to people management..................4
What knowledge, skills and behaviours are needed to be an effective people manager.............5
Explaining the Human resources process underpin and support management when it comes to
effective performance management.............................................................................................6
RECOMMENDATION...................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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EXECUTIVE SUMMARY
This report gives information about the roles and responsibilities of the manager of the company
and the ways through which they can improve their methods and performance of the company
which will help them to get effective results.
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INTRODUCTION
People management is a part of management of human resource in the company. It deals with
tasks of recruitment and giving the employees the right direction so that they can work as per the
goals of the business. Other than this they have to look for their performance and management,
motivation, communication, training etc. This report highlights issues faced by line management
when they have to manage their employees. Skills and knowledge that are required to be
effective for the managers. Other than this the process of human resources with support
management has also been assessed in order to manage their tasks effectively. This report also
gives recommendation in order to make the process of human resources and managing their
people so that it can be improved which will be beneficial for the business. It will help the
managers of the company to trust them and reduce the level of supervision so that they can invest
their time in other areas through which performance of the company will enhance and they will
achieve their goals and objectives (de Souza and Ipiranga, 2016).
MAIN BODY
Contemporary issues face line management when it comes to people management
Leadership and Development-
When companies are on the stage of expansion it is necessary the leaders have skills for
promotion. This will help them to keep connected with the sources of retention of employees.
Employees often work on managing their skills as they do not have adequate skills of leadership.
Also they believe that if the leaders do not have the skills to run a company than they leave the
job. This is because they want to participate or get an allowance when the company is taking
decisions (Baran and Bible, 2019).
Diversity-
It is important for the companies that their employees work together as a team but in
many of the cases they engage in conflict and feel discriminated. This is because many of the
employees feel that HR or leaders are taking bias decisions and this leads to reduction in the
level of productivity.
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Recruiting and Selecting-
It will be appropriate for the company if the HR of the company make their plans with
both short as well as long term approach. The issue that they face is that many of their plans are
not flexible which stops them from adapting the change that can be of internal as well as external
changes. For instance if they are planning to expand only with the qualified they will be able to
succeed and if they don’t have the candidates then they need to reduce their options so that the
chances of getting losses are less.
What knowledge, skills and behaviours are needed to be an effective people manager
Patience-
Patience is one of those skills that are necessary for the HR of the company as they have
to look after their work. The job at this stage gives more stress to the concerned person as their
job gets more hectic at every stage and if they are not patient or calm then they will not be able
to handle the task force of the company.
Level of communication-
If the HR of the company knows how to maintain and keep up with the level of
communication required then it will benefit their business a lot. This way they can remain clear
to their clients and prospects about their projects so that they can keep them in loop and have
their attention on their new projects. Also this will help them to get better candidates and solve
the issues of existing candidates easily (Cooke, Dickmann and Parry, 2020).
Flexibility-
If the people managers of the business are flexible then it will be helpful for the business
as this way they will be able to train their employees with multiple skills which will help them to
work as per the changes that take place in the market which will keep the productivity of the
business at the same rate. This way even employee will be able to adapt the change easily.
Trust-
It is important for the manager of the company to have faith on other people so that even
the employees feel superior. This will help them to delegate the task more easily and without
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supervising on them the managers will be able to focus on other important things which will be
beneficial for the company.
Interest in others-
The managers of the company have to remain in touch with others and some of the ways
to do that is take interest in their field and that way they will be able to share their professional as
well as personal. This will go on till they can continue the conversation and with this they will be
able to develop a mutual understanding which will help them when they are delegating their
work.
Leadership skills-
In order to be an effective manager it is necessary that they have adequate amount of
skills of leadership such as leading them to the right path and motivate them when they are
feeling down. In order to do that leaders must have an insight that what motivates their
employees if they are able to perceive that then they will be able to make changes in their
performance.
Problem Solving Skills-
It is the role and duty of the manager to first keep a record of everything about the
performance of employees, the stock maintained by the company and other issues which needs
the attention of management. Any of these tasks can be converted into a problem and in order to
overcome it is necessary that managers of the company must have skills for problem solving so
that they do not get stuck at the same issue and waste their time and resources.
Explaining the Human resources process underpin and support management when it comes to
effective performance management
Human resource management is based on the practices of managing the individual people
to achieve the better performance. Furthermore, it refers to the different process of selecting,
recruiting and inducting the staff members provide better orientation, imparting training and
development.
Performance Management Review-
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It is based on the formal assessment that can help for human resource manager to
evaluate the overall performance of staff members, identifying the majorly strength and
weakness of particular candidate. It is one of the important management review procedures that
can support for taking feedback from employee side on the basis of their regular task
management (Grossi and et.al., 2019). Sometimes, performance management review is becoming
important role played in human resources process when it comes to effective performance
management. Afterwards, it can easily examined the current situation or condition of individual
people. Many staff members are gained more knowledge through performed different activities,
eliminating any kind of weakness. Therefore, it will support for improving overall performance
of employee and organization in proper manner.
When discussing performance management, many people immediately think about the
annual performance review process. Sometimes, it relates to the overall performance appraisal
which become consider as component of what should considered to be performance management
(Schrage, Kiron and Breschi, 2019). Within enterprises, Human resource manager can be used
the performance management review process which carried out the planning stage. However,
with improving business environment and become increasingly agile and fast-moving. It is
considered the best way to adopt their HR process underpin or set up short term objectives where
it can easily monitor the activities of every employee. The organization’s goal and values should
completely feed into performance planning ensure that individual people can examine the
performance and align with overall business strategy. Especially, SMART objective should be
contributed to achieve the one or more enterprises goals.
Furthermore, performance management review technique can be identified the current
situation or condition of individual people on the basis of personal development planning.
Meanwhile, it should consider skills, behaviours, attitude, and knowledge of individual people
and also needs to be develop or achieve desirable goal/ objective. By using performance review,
it can be identified the suitable skills and knowledge of individual person where they can manage
or control the overall business activities (Hooi, 2019). Sometimes, an effective training will
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support for providing the better improvement ideas and then afterwards, enhancing the skill in
business growth and development. That’s why, performance management review is consider the
best periodic review of staff members which increasing pay attention towards performance of
employee.
360 Degree Appraisal-
It is important HR process that can use for identifying the performance of individual
people in the workplace. 360 degree performance appraisal is a type of method in which staff
members getting more opportunities to receive either negative or positive feedback from
manager (Schrage, Kiron and Breschi, 2019). By using this method, it enabled the staff members
to identify their own performance, also examining the current situation or condition of enterprise.
Sometimes, different parties are affected by performance of staff members.
A 360-degree appraisal is a kind of process through which feedback receive from
colleagues, employees and other subordinates. In order to self-evaluation by staff members
themselves in gathered or collected large amount of information (Johanson, Almqvist and Skoog,
2019). Self-appraisal is also providing the better chance of employee whereas they can easily
identifying its greatest strength, weakness. This type of 360 degree appraisal process will be
considered by human resource management and give more contribution towards performance
evaluation. Within help of this process, it can support to give better chance where individual
people satisfied with their self-appraisal. However, it will be improving their own ability to
achieve their desirable goal or objective.
Advantage of 360 degree appraisal is increasing the self-awareness among individual
people, they can receive advantage, benefits from organizations. Additionally, it will support for
employee in workplace to balance coordination while developing their own skills.
RECOMMENDATION
The Human workforce is considered as one of the important assets of organization in areas
of technological advancement and continued to successful evaluation towards growth and
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development. It has been recommends that summarising Human resource process and
management within organization.
Align the business strategies with both internal as well as external factor- these are
considered the important current strategy aligns with economic changes. In this way, Human
resource management is basically focused on the expectation of high return and investment
during employee training (Nocker and Sena, 2019). In this way, it is very important for
implementing suitable enterprise strategies to handle internal or external factors. This can help
for establishing a strong alignment between different business operation and function.
Using modern technology related tool or platform to assess the capabilities of
workforce- it has been suggested that Human resource management consider annual appraisal,
reviews that can highly effective to analyse the capabilities of workforce (Schrage, Kiron and
Breschi, 2019). Therefore, it will recommend the organization to adopt pay for performance
culture in the workplace. Therefore, it help for increasing overall business productivity as well as
profitability.
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CONCLUSION
In above analysis, it has been summarised about the concept of people management which
become consider as important aspects for identifying performance of staff members. In this
report, human resource management can play important role to handle the organizational
activities such as training, development, appraisal and compensation. These are always
supporting to create an effective workforce environment or culture. In this documentation, it has
been described about the contemporary issue that is mainly face by line management within
different enterprise when it come into people management process. Moreover, it can identify the
different skills, knowledge, behaviour and attitude of individual people that always support for
establishing a better interaction or coordination between staff members. Furthermore, analysis
the performance management review and 360 degree appraisal has been discussed or adopted by
human resources, helping to determine the strength and weakness and then implementing
appropriate strategies to improve themselves.
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REFERENCES
Book and Journals
Baran, B.E. and Bible, S.C., 2019. Agility and Agile: An Introduction for People, Teams, and
Organizations.
Cooke, F.L., Dickmann, M. and Parry, E., 2020. Important issues in human resource
management: introduction to the 2020 review issue.
de Souza, Y.S. and Ipiranga, A.S.R., 2016. An Introduction to the Forum on People Management
and Teaching and Research in Management.
Grossi, G. and et.al., 2019. Accounting, performance management systems and accountability
changes in knowledge-intensive public organizations. Accounting, Auditing &
Accountability Journal.
Hooi, L.W., 2019. Firm performance: is organizational learning capability the magic
wand?. International Journal of Productivity and Performance Management.
Johanson, U., Almqvist, R. and Skoog, M., 2019. A conceptual framework for integrated
performance management systems. Journal of Public Budgeting, Accounting & Financial
Management.
Nocker, M. and Sena, V., 2019. Big data and human resources management: the rise of talent
analytics. Social Sciences. 8(10). p.273.
Schrage, M., Kiron, D. and Breschi, R., 2019. Performance Management's Digital Shift. MIT
Sloan Management Review, pp.0_1-23.
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